Do you 'Dump', 'Develop' or 'Delegate'?

To 'Delegate' means to "authorise, assign, entrust and empower".

As leaders we know it is an important skill; both for our own wellbeing and also to build capability and a sense of community and commitment in those we lead...

But why is it so hard for some of us to do?

For those of you who strive for perfection, delegation can be challenging. Having tasks done your way, to your standards and in the timeframe needed can be a priority that can in some cases end-up in micro-management or even taking-over of assigned tasks when they don't go according to your plan. 

However, if we don't delegate we end-up creating a lot of extra workload and stress for ourselves, as well as learned helplessness or disinterest within team members.

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The key to delegation is to find the 'sweet-spot' where people are both challenged and continue to learn through the task. For those who aren't quite there yet, our role is to provide them with the capability or challenge that will empower them to take-on leadership opportunities.

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There are different elements to consider when delegating. One of the ways we can feel 'safe' when delegating is to consider the level of staff capability in relation to the task difficulty. As the task complexity and staff capability increases, so too does the level of authority. 

So where do you and your staff sit?

  • Are they being "Dumped-on", "Developed" or "Delegated-to"?
  • What are you holding-onto that you could delegate?
  • What do you need to do to be able to delegate with confidence?

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